reflection paper on organizational behavior

John Molson School of Business Department of Management Comm 222: Organizational Behaviour and Theory Winter 2013 General  Information   Comm  222   Section   E   Class  times:  Monday  &  Wednesday  8:45  –  10:00   Class  location:  MB  3.430   Credits:  3     Instructor:  

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

Kreitner, R., & Kinicki, A. (2013). Organizational behavior (10 ed.). New York, NY: McGraw-Hill/ Irwin. .). Retrieved from http://gcumedia.com/digital-resources/mcgraw-hill/2013/organizational behavior_ebook_10e.php

Kinicki, A., & Fugate, M. (2016). Organizational Behavior: A Practical, Problem-Solving Approach. New York, NY: McGraw-Hill Education.

Encyclopedia of Business, 2nd ed. (2003). Managing Organizational Change. Encyclopedia of Business, 2nd ed., 1-6.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

Organizational Behavior has taught me a lot in regards to learning to work with others and making groups of people work efficiently. While classroom readings and in-class slideshows have been valuable in understanding key concepts, my greatest personal growth has come from both your personal stories, as well as your many invaluable speakers. Throughout this paper, I will focus on the lessons your speakers have taught me, and how those shared lessons will have a positive impact on my future decision-making.

Throughout every organization is an opportunity to introduce new change. Change can have a positive or negative impact on the surrounding environment, both internally and externally. Implementing a change requires adjustments to the status quo, sometimes leading to employees that are directly affected by the change to feel threatened. Change can also produce positive reactions, such as boosting morale, increasing profits, or decreasing costs. A new change in an environment must be carefully planned out, to ensure that the expected results are achieved while maintaining all other processes at an acceptable level.

1.1 Change management is described by Armstrong (1) as “the process of achieving the smooth implementation of change by planning and introducing it systematically taking into account the likelihood of it being resisted”. Change, the fundamental constant in any successful organisation, can be adaptive, reconstructive, revolutionary or evolutionary and can happen for a number of diverse reasons:

In order to survive and prosper in a rapid changing environment of business world, organization is often required to generate fast response to changes (French, Bell & Zawacki, 2005). Change management means to plan, initiate, realize, control, and finally stabilize change processes on both, corporate and personal level. Change may cover such diverse problems as for example strategic direction or personal development programs for staffs. In this

In Management 3000: Organizational Behavior class thought me a variety of useful tools that I can use in the workplace. I am currently working as a marketing intern in the Small Business Development Center and I am also a sales associate for Express Inc. I have worked at Express for over two years and previously I also worked for a local business in Bakersfield called Bella at the Marketplace, these two places are clothing stores and I learned how different a local small business runs rather than a large company like Express. While being in this management course I realized how important it is for managers to take management classes or training because if not the company will not perform that well. For example, in chapter 9 it talks about communication and how important it is to learn how to communicate with your employees. At Express there is five managers, while being in class and reading the chapter I learned how some of our managers lack communications skills between them and to their associates. It is highly important to have an efficient communication process and make sure to give feedback. An example of poor communication is when Express opened an outlet store in Tejon Ranch. The associates and managers came to train at our Express store location and I feel like both teams had a hard time communicated with each other and it creating problems between both teams. Informal communication is the communication that involves spontaneous interaction between

Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.

What is organizational behavior and why is it important for a company to understand it? There are several crucial reasons why companies should utilize the concepts of organizational behavior, as well as understand the key terms that are associated with organizational behavior. To understand and utilize organizational behavior there are several key terms that must also be understood, for example organizational culture, diversity, communication, organizational effectiveness and efficiency, organizational learning. Intracorp, a bill review company, has the potential to be more efficient and employees could possibly be more eager to meet intended goals.